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Reaching a decision

Once all interviews, assessment and referee checks have been finalised, the interview panel should meet again to discuss and finalise the assessment of each applicant. Applicants should be identified as either: suitable, unsuitable, recommended. All suitable applicants should be ranked in order of merit.

To reach their decision, the panel may use a rating scale as follows:

  • A = fully satisfies selection capabilities
  • B = partially satisfies selection capabilities
  • C = does not satisfy selection capabilities
  • Note: Ratings may be finetuned using '+' or '-'

Rating should be based on assessment of all available information including the application, results of specific assessment strategies, responses at interview and referees' comments.

Unanimous decision not reached

If panel members are not unanimous after discussion of the relative merits of the applicants, they should meet again and consider the outcomes and ratings. If they still cannot reach a decision they have the following options:

  • Apply additional selection techniques such as further interviews, assessment techniques or additional referees.
  • Make a majority recommendation with the dissenting member submitting a minority report. This is one reason why 3 member panels are preferred.
  • Recommend that one or more applicants be placed on higher duties or seconded to assess their performance for a set period.
  • Recommend that the position be re-advertised.

Recommended applicant declines position

If the recommended applicant declines the position, then the next ranking suitable applicant, following approval by the delegate, can be offered the position. If a case arises where all suitable applicants decline, the position should not be offered to any candidates ranked 'unsuitable'.

Screening

Safety screening is critical and often mandatory step in the recruitment and selection process, designed to ensure the organisation selects people that are able to provide quality services and a safe environment to our vulnerable clients, and accordingly uphold the organisation's values.

Safety screening is not a means in itself of precluding people with a criminal history from employment in the organisation. The relevance of any criminal history is assessed strictly in relation to the work environment and the job role.

Screening undertaken includes:

  • qualifications check
  • work eligibility check
  • working with children check (if required)
  • referee check on competitive applicants
  • proof of identity check
  • police records check
  • medical check (if required).

The material on this page has been adapted from information created by the Department of Human Services Human Resources Branch.

Supported by the Community Sector Investment Fund (external link - opens in a new window).